Job Description

Overview:

Our client, a US Fortune 250 company and a global medical technology corporation serving customers in Clinical Labs, Healthcare research & Pharmaceutical industry, seeks an accomplished HR Generalist.

*** Candidate must be authorized to work in the USA without requiring sponsorship ***

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*** Location: Remote-Hybrid (3750 Torrey View Ct, San Diego, California 92130)

*** Duration: 4+ months

Job Summary:

• Clients need HR professionals. This role ensures effective and impactful implementation of human resources practices, processes, and programs that support organizational effectiveness and associate development.
• Will lead and/or participate in the design and/or implementation of HR processes, practices, programs, and initiatives that contribute to organizational success.

Responsibilities:

Organizational Effectiveness & Talent Development:

• Works with client leaders to efficiently and effectively execute all annual clients Human Resources processes for client organizations. These processes include HR processes, talent management, Performance Management, & Compensation.
• Assists client groups with organizational capability and capacity analyses and planning, organization design, employee relations, associate engagement, and organizational announcements.
• Act as the trusted advisor of client leaders to assist them in carrying out their business and functional plans.
• Identifies and capitalizes on opportunities to drive &/or lead change. Facilitates change management initiatives within assigned client units, incorporating a methodology that includes: a business case for change, identification of primary stakeholders, process mapping, communications planning, action/transition planning, visioning sessions, conflict resolution, team building, and after-action review assessments.
• Develop & conduct team development/team building strategies both proactively and when necessary to improve team performance. Presents options to managers on organizational structure, roles & responsibilities, staffing levels, matrix management, etc.
• Consults with clients to understand training and development needs across their functional groups, to identify trends, patterns, etc., and presents recommendations as part of organizational training needs assessment.
• In conjunction with HR Director, leads discussions on all decisions affecting any potential reductions-in-force or layoffs (voluntary & involuntary) within their client organizations. Assists with the development and execution of such plans.
• Partners with the Access HR team provide guidance to clients to objectively assess and bring to resolution employee relations issues, claims and charges.Looks for trends and root causes as opportunities to improve organizational/team and associate satisfaction. Tracks claims & charges and measures improvement.

Staffing:

• Works closely with the hiring manager and talent acquisition partner to establish position requirements, the necessary skills & competencies for current & future needs, and a successful recruitment strategy, including sourcing.
• Leads the hiring manager and his/her team through effective assessment and selection methodologies using the companys behavioral-based selection methodology.
• Participating in the interview team
• Consult the hiring manager on the job offer and other terms of the offer to ensure internal and external equity and competitiveness, including relocation and expatriate assignments, where appropriate.

Compensation:

• Consults with managers on all pay-related decisions including new hire offers, merit increases, market pricing data, incentive recommendations, stock option recommendations, career-related and other such adjustments.
• Partners with Talent Acquisition on all new hire offer compensation recommendations.
• Works with leadership team members during annual Compensation Planning to ensure alignment of rewards to performance, and that rewards are used as organizational levers.

Performance Management:

• Assist managers with all aspects of the annual performance management and development process including coaching leaders on effective documentation practices for good and poor performance. Ensures legal compliance and provide constructive feedback to evaluators to improve quality of evaluation where necessary.

Other Responsibilities:

• Will serve as a process owner for one or more sub-region HR process (i.e., HRP, PMP, Compensation Planning, Training and Development, Talent Development programs), managing special projects or processes related to process or program improvements for the business unit.
• Lead special business-wide projects that arise (i.e. HR integration of acquisitions, new hire onboarding programs, etc) Understand the goal, develop and implement project process and develop and present sound proposal.May also implement selected solution.

Required Skills:

• Minimum of 7 years professional experience in HR, with at least 4 years of generalist experience including change management, organizational effectiveness/development, policy development and administration, recruitment/selection, compensation, employment law, positive employee relations, performance management, HRIS and/or employee and management training/development.

Education:

• Bachelor's degree in business, HR or equivalent

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Recruiter

Sam

Amerit Consulting provides equal employment opportunities to all employees and applicants for employment and prohibits discrimination and harassment of any type without regard to race, color, religion, age, sex, national origin, disability status, genetics, protected veteran status, sexual orientation, gender identity or expression, or any other characteristic protected by federal, state or local laws.

This policy applies to all terms and conditions of employment, including recruiting, hiring, placement, promotion, termination, layoff, recall, transfer, leaves of absence, compensation and training.

Applicants, with criminal histories, are considered in a manner that is consistent with local, state and federal laws.

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